Human Resources Manager

Job Description

The Human Resources Manager will serve as a business partner to a manufacturing facility and its respective leadership team. The incumbent will be responsible for executing short‑and‑medium‑term HR strategies and action plans that create solutions to problems and support facility objectives. S/he will establish tools and cadences to ensure deliverables are on‑time, within budget, and achieve desired business outcomes.

This position reports to a Director, Human Resources and may lead other HR professionals or administrative resources at their respective site. Additionally, they will partner with colleagues across our centers of excellence such as talent acquisition, compensation, benefits, and employee experience.

• Business Partner – Participates in the daily management of the site aligning functional strategies, projects, and initiatives to deliver business solutions; acts as a confidant and coach to all site leaders.
• Leadership – May or may not lead other HR professionals on a daily basis, but serves as a mentor, coach, and point of escalation within their broader leadership team for all employee‑related matters.
• Engagement – Champions employee engagement for their respective site, to include regular, effective communications, recognition, and rewards at all levels; may occasionally organize events.
• Talent Acquisition – Leads recruiting processes for the site, including partnering with TA for all salaried and leading all hourly requisitions; consults with leaders to ensure effective onboarding, immersion, and training.
• Talent Management – Owns talent management processes for the site(s) including annual performance and talent reviews, workforce planning, development plans, learning & development opportunities, etc.
• Company Culture – Advises and provides guidance to leadership regarding talent, organizational effectiveness, change management, and culture to align to Novolex’s core values and strategic initiatives.
• Analytics – Regularly creates and maintains dashboards and performs analytics to identify root cause and suggest appropriate countermeasures impacting performance for all People‑related metrics.
• Compliance – Ensures compliance with and adherence to all local, state, and federal laws for all aspects of human resources management; stays current on trends related to human resources.
• Labor Relations – Facilitates and manages labor relations, including negotiations, conflict resolution, the development and administration of collective bargaining agreements, and overseeing the grievance and arbitration processes.

• Bachelor’s degree in Human Resources, Business, or related field.
• 5+ years HR business partner experience in a manufacturing or distribution organization.
• PHR or SHRM‑CP certifications, or local equivalent, preferred.
• Experience with talent management, recruiting, compensation, and organizational development.
• Experience with HRIS, Payroll, and Applicant Tracking systems.
• Experience driving action plans to deliver desired outcomes.
• Experience leading change in a fast‑paced environment.
• Ability to effectively coach, communicate, and influence leaders and team members at all levels.
• Experience working with a unionized environment and population preferred.
• Ability to influence positive relations with labor unions and key representatives.
• Ability to travel up to 10% within the United States.

A reasonable estimate of the current range is $85,000-$95,000 plus bonus and benefits. The range displayed on each job posting reflects the minimum and maximum target salaries for the position across all US locations. Within the range, individual pay is determined by job‑related skills, experience, and relevant education or training.

The benefits for this role include 401(k) plan with company match, comprehensive medical, dental, and vision insurance, flexible spending and health savings accounts, paid vacation and sick days, paid parental leave, paid holidays, and a wellness program.

Novolex is committed to providing equal employment opportunity in all employment practices, including but not limited to selection, hiring, promotion, transfer, and compensation to all qualified applicants and employees without regard to age, race, color, national origin, sex, pregnancy, sexual orientation, gender identity, religion, handicap or disability, genetics, citizenship status, service member or veteran status, or any other category protected by federal, state, or local law.

Any individual who, because of his or her disability, needs an accommodation in connection with an aspect of the Company's application process should contact